A search and screen process was conducted to fill the position of chairperson for the Division of Education, Indiana University at South Bend, during the school year 1975-76. A cost analysis of this procedure was done based on certain assumptions: (1) the long history and general acceptance of the process in higher education; (2) the collective wisdom of a group of individuals affected by the decision is superior to that of any single individual; and (3) that a committee's recommendations are generally followed. The cost analysis was determined by an individual rate for each committee member, including fringe benefits, for the time spent in search and screen activities. A discussion of the methodology and procedures and their relative value is presented along with a set of recommendations for further study. (JMF)

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